Can you get rehired if you quit?

It is ultimately up to the employer to decide whether or not to rehire an employee who has resigned from their position. Because there are no restrictions that favor either the employer or the employee with regard to the question of rehire ability, it is up to the employer to determine whether or not a former employee who has resigned from their position may ever return to work for the organization.

The doctrine of employment on a voluntary basis

The employment at-will theory is one that the vast majority of private sector employers adhere to. This doctrine states that either the employee or the employer has the right to terminate the employment relationship at any time, for any reason or for no reason at all, with or without prior warning. Therefore, a worker always has the option to resign from her position. Employers that do not completely accept the employment at-will concept from the viewpoint of an employee develop procedures of their own to handle how leaving a job might influence workers' eligibility for rehire in the event that they seek other employment.

Possibility of Being Rehired

At the time of publishing, there is not a single federal legislation that prohibits a company from rehiring a former employee, nor is there a single federal statute that requires companies to rehire former workers. Employers are allowed to choose who is eligible for rehire and who is not eligible for rehire at their own discretion. In either case, the company policy on rehire eligibility should be fully explained in the employee handbook so that workers are aware of how quitting a job and the circumstances under which they quit can affect rehire eligibility. This will ensure that workers are able to make informed decisions about their employment.

Specifications for Professionals

The employment at-will theory states that workers have the right to cease working for their employers at any time; nevertheless, the professional standard for leaving a job is to provide their employer with two weeks' notice prior to resigning their position. Employers that demand two weeks' notice may have rules in place that say workers who fail to give adequate notice are not eligible for rehiring. This may be the case for employers who require two weeks' notice.

Discretion

Employers that do not have written rules concerning the criteria of rehire often state that they will evaluate rehire eligibility on a case-by-case basis. For instance, the employer could decide whether or not to rehire an employee based on the quality of work the person has done for the organization. If the performance was subpar, the corporation has the right to use its discretion to decide whether or not that individual is eligible for the position. After a certain amount of time has passed, such as ninety days, some businesses will consider rehiring former workers, even if they were let go unwillingly. This method isn't that uncommon in fields that have a high staff turnover rate or when it's tough to locate workers who meet particular requirements in terms of their talents and credentials.

Considerations

Employers that have a documented policy on the rehire eligibility of former workers are obligated to communicate such policy to their current workforce. In addition, the personnel in charge of human resources should constantly be aware of whether or not an employee is qualified for rehiring. When looking to recruit prospects who have left their prior positions, prospective employers will often get in touch with those applicants' former employers to see whether or not the candidates are suitable for rehire. It might reflect adversely on the applicant who is being considered for another job if a potential employer requests such information and the human resources department of the candidate's prior company is unsure if the employee is eligible or fumbles about for an answer.